Trends in Talent Management: Anticipate a Major Makeover for 2016 | DCR Workforce Blog

Trends in Talent Management: Anticipate a Major Makeover for 2016

Managing talent is on the verge of a serious makeover. With technology continually advancing, social media constantly interacting and millennials perpetually job-hopping, HR needs to get with the times. Some of the past methods of finding valuable talent, creating a conducive organization and retaining employees aren’t as effective as they used to be.

Recent trends and regulations (such as new technologies, onboarding, analytics, gamification, the Affordable Care Act (ACA) and legalization of same-sex marriages) are having a profound impact on how talent is managed today.

The whole landscape of the corporate world is changing and as a result HR needs to change with it.

How HR can incorporate new trends in talent management

The challenge in this day and age is that the ever-growing population of millennial workers wants a “Shangri-La” type workplace and not a traditional office. They want convenience, potential for growth, a caring work environment and respect for work/life balance.

Forming a culture that suits the next generation of workers is a big adjustment but there are some recent talent trends that HR can leverage:

  • Creating more opportunities for growth in the workplace is extremely important. Research has shown that the lack of growth within a workplace is the main reason employees change jobs.
  • Promoting continuing education for employees so they’re up-to-date with the latest changes and innovations.
  • Having monthly meetings to discuss more personal and honest topics such as work problems, things that could be improved on and how to make the company better is new but effective. These types of meetings really help employees feel more united with their company.
  • Being more accommodating to employees’ needs and desires, such as having remote work options, is becoming incredibly popular. Some options for traditional employers to embrace slowly are to allow employees to work for a certain number of hours in the office and then they’re free to work wherever they wish.
  • Using software that evaluates an employee in a broader context and in real-time can create a more accurate assessment of an employee. The 360-degree feedback method allows co-workers, managers and subordinates to evaluate an employee multiple times throughout the year.
  • Considering that the number of non-employee workers can reach up to 40% of a company, according to Deloitte, it’s important for HR to consider total talent management that encompasses the entire workforce. Due to the complexities that arise from managing a contingent workforce, such as compliance to strict laws and regulations, many industry experts point to Managed Service Providers (MSPs) as a critical resource for clients. A MSP program, especially when combined with a feature-rich and powerful Vendor Management System (VMS), helps companies by unifying technology, people and processes.

Starting from the beginning

To create the perfect workplace, the first step is selecting good employees. Yet, finding good employees is a lot like dating. Everyone seems nice when you first meet so people get excited about forming a mutually beneficial relationship. But when you start seeing the person more often and for extended periods of time, their real personalities and flaws come out.

Finding the best employees is no easy feat. No one wants to take a chance on people who don’t fit a certain “type” for fear of being trapped with nightmare employees.

Companies need to make sure they don’t have unrealistic expectations but are also not settling for less when it comes to their talent acquisition process.

Some trending ways of sourcing qualified candidates are:

  • Making the application process for jobs simpler. Countless studies have shown that applicants express frustration over companies who use complicated systems that are vague and difficult to use.
  • Using social media as an essential part of networking. Looking through online communities, mutual connections and advertising on social sites such as LinkedIn, Facebook and Twitter is becoming the new way to seek out and draw new candidates.
  • Asking current employees to help find skilled job candidates can be invaluable, as a company’s current workforce is their biggest talent brand ambassador. Savvy companies are implementing various referral programs to encourage workers to refer job posts to their networks.
  • Recruiting at local colleges and alumni networks is also a great way to find new, talented people that are up-to-date with the latest techniques and technology.
  • Hosting or going to industry panels or lectures. Discussing important topics that impact your industry is a great way to find and connect with candidates that really care about their work.
  • Having an in-house networking event is a great way to show future candidates that your company has a welcoming and friendly work environment.

All these changes require quite a bit of effort. Your organization may be the next in line for a major makeover so they’re ready and able to manage an ever-growing contingent workforce.

Is your HR department aware of the most recent trends in talent management for 2016? How are these trends influencing your talent management?

The content on this blog is for informational purposes only and cannot be construed as specific legal advice or as a substitute for competent legal advice. They reflect the opinions of DCR Workforce and may not reflect the opinions of any individual attorney. Do contact an attorney for advice specific to your issue or problem.
Preeta is a writer and a mom who writes about topics that strive to connect with readers in a real way.